What can employers do to protect the mental health and wellbeing of their employees?

It is well known that heavy workloads, time constraints, long hours, high-stakes responsibilities, and target-driven environments can all contribute to workplace stress that takes an emotional and physical toll over a period of time, leading to employee disengagement and even burnout.

Prioritising mental health and wellbeing in the workplace is not just a legal or moral imperative – it makes good commercial strategy. Organisations that invest in their employees’ mental health reap measurable benefits across productivity, engagement, retention, and brand reputation. Forward-thinking companies are embedding employee wellbeing into their organisational culture and seeing significant benefits.

How can organisations support mental health?

To promote the mental wellbeing of staff, organisations can implement the following strategies:

Cultivate a supportive workplace culture

Workplace culture – defined by the behaviours, values, and systems within an organisation – is increasingly recognised as central to employee wellbeing, ethical conduct, and service quality. Significant changes in working environments, particularly following the Covid-19 pandemic, means that workplace culture has come under sharper focus. A poor culture can harm mental health and performance, while a positive one can foster inclusion, respect, openness, and collaboration.

A positive workplace culture should be a top-down one, where the behaviour of leadership is aligned with organisational values and implemented by senior leaders and line managers. Important factors will be strong leadership, supportive line management, and an environment that encourages openness about mistakes and mental health concerns.

Staff training on stress management and recognising signs of mental distress (in oneself and in others) will also form part of a supportive culture.

Workplace policies that promote diversity, equity, and inclusion will be key to ensuring that all employees feel valued and supported. Staff should be encouraged to treat each other fairly, and workplace policies pertaining to bullying and harassment should be clearly communicated to staff.

Implement practical support measures

Employees can be offered flexible working arrangements (remote work, flexible hours, and part-time schedules) to promote a work/life balance. Practical support to help employees with their workloads can be achieved by leadership implementing strategies to monitor workloads so that they are not excessive; assessing deadlines for reasonableness; ensuring fair allocation of work; encouraging the reporting of mistakes; and providing opportunities for learning and development.

Staff can be provided with access to both mental health resources, including counselling services, employee assistance programs, and wellbeing apps. Measures to support physical health should also be supported, such as the provision of gym membership or physical activity programs.

Opportunities for social connection should not be overlooked: when staff feel socially connected to their colleagues, they are likely to feel more invested in their job.

Fair remuneration and recognition of non-financial achievements

Remuneration systems should be fair and consistently implemented. Fair recognition systems are also vital to strengthening employee engagement. Organisations should look to reward and recognise all aspects of work and achievements.

Encourage open communication

Staff should be given access to line managers to discuss their everyday workloads and to raise any wellbeing issues. In addition, an anonymous channel of reporting can ensure that employees can provide feedback on any mental health and wellbeing issue.

Fostering a no-blame culture and an open, speak-up environment will help to create a psychologically safe environment where staff will feel able to speak up about worries and concerns.

Organisations where employers regularly engage with employees and seek their feedback will find it easier to build trust and collaboration with their employees.

For organisations, the benefits of prioritising wellbeing include reduced staff turnover, lower recruitment costs, better risk management, and enhanced customer satisfaction. Businesses that are invested in promoting a positive workplace culture are better able to attract and retain talent, particularly in a market where customers are paying closer attention to ethical practices and employee welfare.

Fostering employee wellbeing leads to higher engagement and productivity, which in turn drives better service and commercial performance. Ultimately, a healthy workplace culture supports the business in meeting high standards, minimising risk, and delivering the best outcomes for customers and employees alike.

If you have any questions or concerns about supporting staff in the workplace, please contact employment lawyer Jacqueline McDermott.